The Impact of Spiritual Leadership on Employee’s Work Engagement--A Study Based on the Mediating Effect of Goal Self-Concordance and Self-Efficacy

The average stress of people in China’s workplace is reaching the peak in recent two years.To improve employee’s positive psychological factors,Spiritual leadership has a good performance in this regard.Based on the mediating effect of goal self-concordance and self-efficacy,this paper further studies the impact of spiritual leadership on employee’s work engagement.Through the empirical study,the following conclusions are drawn:(1)Spiritual leadership significantly positively affects the employee’s work engagement.(2)Spiritual leadership has a significant positive effect on goal self-concordance and self-efficacy.(3)Goal self-concordance and self-efficacy have significant positive effects on employee’s work engagement.(4)Goal self-concordance and self-efficacy play a partial mediating role in the process of spiritual leadership’s impact on employees’work engagement.This study found the new mediator which partly revealed the mechanism between the effectiveness of Spiritual Leadership and employee’s work engagement.This study may serve as one of the researches for improving the effectiveness of leaders in organizations and promoting the motivation of employees in the workplace.

Ethics and Integrity in Building Employee＇s Perceptions

Malaysia has long been involved in the initiative of becoming a high income country by the year 2020. In this essence, fighting and eliminating any means of corruption in the public and private companies have been one of the key challenges in the long run. The globalization of businesses has somehow led to an increase in the number of unethical conduct and hazardous corruption. In the urge to enliven ethics and integrity in a company and among employees, the whole business processes and stakeholders should position code of ethics and integrity at its highest standard. However, can ethics and integrity really increase the company＇s reputation, strengthening its business operations and sustainability, and deliver trust amongst employees and employers？ The objective of this study is to analyze the perceptions of employees on issues pertaining ethics and integrity. The study has been conducted in one of the giant telecommunication companies in Malaysia where a sample of 7,056 employees were the participants involved in the survey. The study has used questionnaires to collect data. The data have then been analysed using the SPSS data analysis software. The findings explained that employees view the company as an ethical place to work where the finance department is deemed to have the highest level of integrity. While in matters of corruption risk areas, there are still practices of bribery. It is also founded that a majority of respondents about 93% agree that the company＇s initiatives are effective in building business integrity and that the level of business ethics and integrity has improved over the last two years. Running a business with ethics and integrity while selecting the fight business partners will create a corporation of ethics, integrity, and anti-corruption.

Application Research of Ingroup Preference in Employee Relationship Management

With stepwise development of Chinese enterprise,management problem is increasingly prominent,especially human resource management issues. Facing international environment of entering into World Trade Organization,the country accelerates construction pace of human resource management subject in colleges and universities,which provides professional channel for management efficiency and market competition ability of Chinese enterprise,but it is still far from practice. In this paper,the concept,origin and inhibition factors of ingroup preference are elaborated. Based on the visual angle of ingroup preference,started from four dimensions( enterprise incentive system,talent management idea,psychological contract and employee communication consciousness),main problems existing in employee relationship management of modern enterprise are explored. It is specially emphasized that manager often holds the blame in front of dealing with the crisis after contradiction,which is " fatal point" neglected in employee relationship management of modern enterprise. To improve its core competitive power,enterprise must value harmonious relationship with employees.

Should Employees Who Moonlight Be Fired?

A lawsuit in Dalian, acity in northeast China’s Liaoning Province, caught the public’s attention at the end of 2018. Xu Yong, a technician working for an auto repair company, sued his company after being fired for violating the company’s regulations by having a job on the side.The court ruled against the company for having no evidence that Xu was moonlighting and undermining company interests.

The Making of Loyal Employee

Quality services provided for customers by highly skilled and responsible hotel employees ensure customer retention and the success in running a hotel.This paper focuses on certain fundamental factors that need to be considered for retaining experienced and skilled employees to guarantee the healthy growth of the hotel businesses.

基于B/S模式的煤炭企业员工绩效管理系统的设计与实现

随着人力资源的发展,当前优秀煤矿企业对绩效管理非常重视,其员工绩效管理系统指标体系具有很强的可操作性,也比较成熟。而随着网络信息技术的发展,基于B/S模式的煤炭企业员工绩效管理系统成为开发研究的热点。本文首先概述了员工绩效管理系统与绩效考核指标设计,提出了基于B/S模式的煤炭企业员工绩效管理系统的设计目标与业务规划,然后设计与测试了基于B/S模式的煤炭企业员工绩效管理系统。

基于Fisher判别函数的酒店员工离职预警研究

基于马氏距离平方,构建了Fisher判别函数,应用Fisher判别函数对酒店员工离职数据进行模拟判别,验证了判别函数在识别员工离职倾向上的有效性;根据被调查的6位员工的满意度数据,对他们的离职倾向进行了预测.

乡村振兴背景下县域农村电商企业员工忠诚度研究

乡村振兴战略下,县域农村电商的发展不仅能够激活乡村产业发展的活力,还能够为推动数字乡村建设提供重要动力。目前,县域农村电商企业普遍面临人才短缺、管理升级等问题。该文针对当前乡村振兴背景下县域中小型电商企业人力资源管理实际,选取组织承诺与员工忠诚度为研究变量,深入剖析二者的观察变量之间的作用机制,以期通过相关研究结论为农村电商企业人力资源管理模式转型升级提供有意义的参考。

基于B/S模式的中小企业员工管理系统的设计与实现

分析和设计了基于B/S模式的中小企业员工管理系统,在系统开发过程中采用了结构法分析,着重介绍了系统的各个功能模块的分析和开发,指出所开发的系统有助于加强中小企业员工的信息化管理,从而提高效率,创造更多的效益。

Study on human resources cost accounting based on standards and general rules

The issue of the new standards for employees＇ salary and general financial rules that include employees＇ salary and relevant expenditures, have a great impact on human resources cost accounting. This paper performs a specialized study on human resources cost and employees＇ salary, accounts setting and accounting treatment for human resources cost accounting, human resources cost report, etc. on the basis of relevant provisions in the new Chinese accounting standards, the general financial rules, international accounting standards, and relevant academic research findings.

条件(P_A)与循环S-系

运用环的模论方法,对半群的由作用效果即S-系范畴所反映的外部环境进行了研究,对S-系的条件(PA)作出进一步刻划,证明了满足条件(PA)的有限生成S-系是循环S-系的不交并,给出了循环S-系满足条件(PA)的充要条件以及左S-系S/ρ(x,x2)满足条件(PA)的充要条件,研究结果进一步丰富了S-系的相关结论.

On the Influencing Factors and Strategies of Employee Loyalty Facebook case study

Employee loyalty has drawn a lot attention from both academics and practitioners since high employee loyalty plays a significant role in a companies' success.Generally,most research concentrate more on the relationship between employee motivation and employee loyalty,and the relationship between employee satisfaction,commitment,engagement and employee loyalty especially in the general companies.However,there are a few researches connecting all these factors together and aimed at understand the relationship between employee motivation, performance appraisal and employee loyalty,especially in a context of a specific company.Thus,this research aims to understand the clear relationship two important factors have in influencing employee loyalty,including motivation and performance appraisal in a specific case of Facebook.This research will use a case study research method,supported by semi-structured interviews,gathering data from secondary sources including literature,internet sources and so on and primary data.Findings suggest that employees in Facebook have great loyalty towards the company due to the company's effective motivation and performance appraisal system.In regard to Facebook,there are a lot of benefits motivating employees and there is a complete appropriate appraisal system to review staff performance,which all can increase employees' loyalty.This research has both academic and practical implications,which will contribute towards staff performance within companies.

基于扎根理论的员工流失影响因素分析——以S展销馆为例

自从我国建设市场经济体制以来,中小型私企迅速发展并逐渐壮大,成为市场经济的重要组成部分,但由于中小企业内部以及外部环境的影响,员工流失情况愈演愈烈,甚至威胁到企业生存。本文的分析对象S展销馆作为创业期企业,在留住人才方面存在诸多不足,员工流失数量呈现有增无减的趋势,这在很大程度上阻碍了其发展。根据扎根理论,本文将对该馆的人员流失调查结果从三个维度进行分析,按照开放式编码、关联式编码以及核心编码三个步骤,总结出S展销馆员工流失的影响因子主要有三个:个人层面、组织层面以及环境层面,并根据马斯洛需求层次理论提出相应的解决对策,以期可以帮助同类企业解决类似问题。

Nurses Turnover: Retention of the Staff

An extended literature review has been conducted about nurses’ turnover, and how to retain the staff by applying appropriate Human Resources theory in the healthcare organisation, to retain nurses and eliminate turnover. This is through exploring the Human Resource Management issue related to nurses’ high turnover and the reason which is behind to leave their hospitals in Kuwait. Also, the study will critically examine the working nature and the issue behind nurses’ turnover. In addition, motivational theories will be used in this paper and will apply some strategies that can be used to avert the causes of the problem, to ensure that nurses are retained within their organisations. Aim: To enhance employee loyalty to their organisations and effectively retain nurses’ staff in X organisation, with a particular reference to Human Resources Management. Methodology: Various literature, journals, articles, reports and books were reviewed to achieve the aim of this paper, specific consideration was given to the leadership. A relevant Human Resources Theory was applied with leadership support to retain nurses in the organisation and to reduce nurses’ turnover. Findings: Leaders are important to develop a considerable retention strategy within the organisation, by increasing the nurse’s loyalty and satisfaction through different techniques such as policy and guidelines, motivating through allowances and leave, further changing the system. Recommendations: To provide extensive training to the leaders to enhance their skills in managing the organisation and staff. To overcome the issues that interfere with nurses’ satisfaction and solve the issues to retain the nurses.

从员工自我披露到顾客忠诚:私域运营模式下品牌关系营销研究

由于公域流量获客成本剧增,越来越多的商家加入私域流量赛道,以期实现业绩突破,但最终却收效甚微。当关系营销进入私域时代,品牌与顾客的良好关系如何实现,对应的营销策略应如何转变,现有研究还没有明确的结论。因此,文章基于基于B2C关系营销相关理论,通过访谈和问卷收集数据,探究了私域运营模式下品牌员工自我披露行为、关系质量与顾客忠诚之间的关系。结果发现,私域运营模式下品牌员工自我披露正向影响关系质量;关系质量正向影响顾客员工忠诚,继而正向影响顾客品牌忠诚;品牌员工自我披露对关系质量的影响过程中存在关系强度和性别的调节作用。研究结论有助于品牌通过私域平台充分利用员工自我披露行为发挥私域运营模式的优势,提升关系营销效果。

工作狂领导何以影响新员工工作适应:基于压力认知评价理论的分析

工作狂领导在当今企业实践中越发普遍,但对于其有效性还存在争议。在这项研究中,基于压力认知评价理论的观点,具体探讨了工作狂领导对新员工工作适应的双元影响路径和适用情境。通过对521名新员工进行三阶段的问卷调查,研究结果显示:工作狂领导会激发新员工工作重塑行为,促进新员工工作适应;工作狂领导也会引发新员工的工作疏离感,不利于新员工工作适应;领导组织化身不仅调节了工作狂领导与工作重塑和工作疏离感之间的关系,还调节了工作重塑和工作疏离感的中介作用。本研究揭示了工作狂领导对新员工认知及行为的影响机制,帮助组织在管理实践中更好地发挥工作狂领导的优势作用,规避工作狂领导的潜在风险。

悖论式领导对“Y一代”员工忠诚影响研究:工作意义感视角

随着我国经济的高速发展,“Y一代”员工正逐渐成为企业不可或缺的中坚力量。他们有着个性鲜明、思维灵活的性格特质以及乐于接受新鲜事物和迎接挑战的进取精神;但同时他们更渴望灵活多样的工作风格和善解人意的领导管理方式。基于社会信息加工理论、社会认知理论以及内在动机理论视角,以浙江省等多家企业的297名“Y一代”员工为样本,通过SPSS23.0软件运用层级回归和Bootstrap中介检验法对悖论式领导对“Y一代”员工忠诚的内在影响机制进行深入探讨。研究表明:悖论式领导正向影响“Y一代”员工忠诚;工作意义感在二者之间发挥部分中介作用。研究结论完善了悖论式领导对“Y一代”员工忠诚的作用机理,对企业提高“Y一代”员工忠诚具有一定的借鉴意义。

内部营销对员工忠诚度影响研究综述

20世纪以来,当前企业面临的竞争实际上是人才竞争,如何留住员工已成了越来越多企业发展面临的关键问题。本文依托CNKI数据库,选用国内学者于2000—2022年间发表的有关内部营销对员工忠诚度影响的相关论文,应用文献计量研究法梳理相关文献。发现内部营销和员工的忠诚度之间有着非常密切的关系,因此从内部营销的角度探索提高知识员工忠诚度的有效措施,最后结合营销实践提出建议。

普洱市精品咖啡庄园品牌忠诚的形成路径研究

休闲旅游中的品牌忠诚日益受到关注,然而现有研究在探究品牌形象对品牌忠诚影响的形成路径过程中,忽略可能存在的品牌认同的中介作用。该文在S-O-R理论基础上,以367份游客样本为基础,通过构建结构方程模型分析普洱市精品咖啡庄园目的地品牌形象对品牌忠诚的直接效应以及品牌认同的中介作用。研究发现,目的地品牌形象能显著正向影响品牌忠诚,品牌认同在目的地品牌形象与品牌忠诚间起中介作用。旨在对普洱市精品咖啡庄园重视目的地品牌形象建设、打造良好的品牌认同以及培养稳定的品牌忠诚等方面提供一定启示。

球队微博关注动机、微博互动行为与球迷忠诚的关系——人口统计学变量的调节作用

目的:探究人口统计学变量(性别、年龄和学历等)在球队微博关注动机与微博互动行为关系中的调节作用。方法:以使用与满足理论为理论框架,采用SmartPLS统计软件对247名关注球队微博账号的球迷样本进行结构方程模型路径分析和多群组比较分析(MGA)。结果:构建了信息、技术知识与娱乐、球队支持、消磨时间4个球队微博关注动机;技术知识与娱乐动机、球队支持动机正向显著影响互动行为;互动行为正向显著影响球迷忠诚;18~22周岁与23~30周岁球迷在技术知识与娱乐动机对互动行为的影响强度上存在显著差异;18~22周岁与31~40周岁球迷在球队支持动机对互动行为的影响强度上存在显著差异;高中及以下与研究生及以上球迷在技术知识与娱乐动机对互动行为的影响强度上存在显著差异。建议:微博内容推送与设计可以更加偏向技术、娱乐和球队支持元素,例如增加球员的技术教学文字与视频、设计更具娱乐价值的微博内容、提供线上球迷见面会;鉴于不同年龄和学历人群在球队微博关注动机与微博互动行为关系中的调节作用,实施针对不同群体的差异化营销策略。